Monocultures of any kind are rarely a positive thing. By diversifying, the benefits exponentially increase.
From the Blog on organisational change
The control room of the Police force in Durham, England stayed on the line with the woman in Durham, Ontario. They took responsibility.
Most mornings, our dog ends up standing in one spot in the garden barking at a telephone pole. It’s annoying but harmless.
Imagine for a moment, it’s the summer of 1916-7. Horses are your prized possessions – critical for transport, movement, and work.
Sometimes it can be helpful to look in the mirror. To ask ‘how do I contribute both to the barriers and to the way forward?’
Stories impact how we experience change. And change itself is a story. And our stories are never finished, they are always ‘to be continued’.
Ego defined is a person’s sense of self-esteem, self-importance, self-worth. Humans have it. But can organisations have egos?
In organisational change we think everyone will stick to the plan, it will go at a steady pace, delivered on time, and no tantrums will occur. Not true.
Organisational change involves empathy – seeing the organisation through the eyes and lives of the other. And not forcing them to see as you do.